4 HR Goals And Strategic Objectives To Make 2019 A Success

Were you able to achieve your HR goals for 2018? 

As this year comes to an end, many of us begin to set goals for the new year ahead. As professionals, it is critical that we innovate and push ourselves not just at the start of a new year but throughout the entire year. So what does it take to maintain productivity and exceed goals throughout the entire year?

As 2018 ends and 2019 begins, now is the time to think differently than you have in the past. Instead of focusing on one grand goal for 2019, it’s important to set smaller realistic HR goals that you know you can hit. This allows you to maintain momentum throughout the year and work toward your larger aspirations.

In an effort to help you achieve your objectives for the new year, we are sharing four 2019 goals for HR and talent management professionals.

Planning and Strategy

HR professionals are responsible for balancing the needs and goals of both the company and the workforce. A talent acquisition coordinator (TAC) is responsible for the proper completion of pre-employment background checks as well as providing daily administrative updates to the recruiting team. Although the roles may be different, the goals for the year ahead can be the same. How do TACs best plan and strategize resolutions?

"Prioritize — don’t bite off more than you can chew. Make sure to have your deadlines in order and set goals for yourself based on what has the highest importance."

Meetings every other week or once a month should be a time to set your expectations and make the most of your time. If you increase your personal accountability, it will reflect through your work.

Build and Maintain Relationships

HR professionals can have a difficult time determining what is right for the company or what is right for the employee. Promoting growth, progress and momentum for goals in the new year is one of many stepping stones to build and maintain relationships among employees.

“Make sure your team has a very hands-on relationship and collaborate every day on priorities, forecasting and constant feedback.”

Communication is key in a personal relationship, so why would it be any different in a workplace environment? Encouragement starts from the top and in order to build and maintain positive relationships in your workforce, your C-suite and leadership teams have to set the tone. Kick off the new year with an executive meeting discussing the importance of relationship-building internally and externally.

Onboarding New Hires

Onboarding new hires is an ongoing process that should be efficient. Like any machine, one part cannot work without the other. It is important that new hires' first impressions are positive and any feedback they provide will be taken into consideration moving forward.

Onboarding is your opportunity to jump on the wave of the positive candidate experience your new hire just experienced and lock in engagement from day one. Every new employee should be matched with an experienced member of the company (not necessarily in their department) who can help guide and mentor them to a successful career at your company. Make a resolution to set the pace for 2019 and revamp or improve any flaws your onboarding process currently has. Because it all starts here!

Education Development

Training and seminars will have a huge impact on your organization. Resolve to make the most of these opportunities. In addition to traditional benefits, continuous education is now just as important to candidates and current employees. This is also a hugely valuable investment you can make, not only for your employees' professional development, but also your company’s growth. By offering these opportunities, you are directly proving to your employees that they are valued. Start off your year on a positive note and test out one education or training initiative. Measure its effectiveness and strategize for the remainder of the year.


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Stacie Murray

Stacie Murray is the corporate paralegal for WilsonHCG and is located at the headquarters in Tampa, FL. Prior to her role at WilsonHCG, Stacie worked as a litigation paralegal. She has experience in areas of law ranging from personal injury, trademark and patent law, property rights and eminent domain and the EEOC. She is originally from Aurora, CO, where she received her bachelor's in criminal justice from the University of Northern Colorado. She has a passion for travel and anything involving a day at the beach.